Most recruiters and employers follow the same hiring strategies when looking for talent:
- Create a job description
- Post it on job boards or niche sites
- Interview candidates and test their skillset
- Extend an offer
There could be slight deviations, like skipping job boards for employee referrals, but the vetting process remains the same.
It’s the traditional way of hiring and it comes with a major flaw.
When you follow this tried-and-true model, you typically overlook resiliency and overemphasize skillset.
Why Resiliency and Mindset Matter More Than Skillset
A resilient person is not overwhelmed by difficult situations.
They adjust, problem-solve, and move forward. It is a core personality trait you want every employee to possess.
The world is stressed out
Around half the global workforce told Gallup they felt stressed. That’s not good for individual physical and mental health.
It also creates problems for your organization because:
- Stressed employees are less productive
- Negativity is infectious and decreases overall morale
- Burnout and turnover increase
Resilient workers are better at managing stress
Like we said above, resilient people are problem solvers. Instead of panicking, they evaluate stress-causing situations – like an unhappy client or lost sale – and find solutions.
Stats prove mentally tenacious employees = less turnover for you
A study by Potential Project found that with resilient employees:
- Burnout decreases by 27%
- Turnover declines by 31%
- Job satisfaction and engagement increase (21% and 26%, respectively)
Interestingly, the study found that job engagement on its own is not enough to overcome stress.
Highly engaged employees who had low levels of resilience had stress levels 4 times higher than their resilient coworkers.
Resiliency is critical for anyone hiring during a recession
Even if your company is expanding or adding new employees, the partners or family members of people on your team might have lost their job, causing financial strain for your team.
The constant drumbeat of negative economic news heightens fears and makes everyone question job security.
It takes a high degree of mental grit to block out the distractions, push past anxiety and focus on day-to-day work.
3 Reasons Traditional Hiring Strategies Don’t Find Resilient Candidates
1. Job descriptions reduce people to skills and tasks
You’ll find plenty of people who say they have the requisite skills and can tick off every task you give them.
That’s not the same as finding an A-player who fits seamlessly into your team and moves your business forward.
You’re also not guaranteed the candidate has the right experience because most interviews do not get candid answers from job seekers.
2. The interview process is broken
Ideally, you’d sit down with every candidate for 90 minutes to talk to them about their experiences, goals, your company and the position.
But you’re busy and can probably only squeeze in a 30-minute interview. If it goes well, a second member of your team might hop on another 30-minute call.
Introductions, ice breakers, and discussing next steps will take up 10-15 minutes of each call.
Now, instead of an hour, you’ve only really spent 30-40 minutes evaluating a candidate.
You walk away with a solid first impression but not a full picture of how they’ll fit into the role or your organization.
Especially, if your recruiter helped them prep for the call.
Some recruiters coach candidates on what to say
Questions like, “tell me about a time you … ” are intended to get an interviewee to open up and share a story about how they dealt with a difficult situation.
Unfortunately, recruiters and how-to articles coach candidates on safe, canned answers.
Hardly the candid look into a person’s mindset that you want. Without a true understanding of their outlook, you won’t know if you’re gaining a resilient employee or one who knows how to sound resilient.
Are Recruiting Services Worth It? Not Always – Here’s Why
3. Working and winning candidates are not seeking a job
People at the top of their field are employed. They’d consider the right opportunity, but they aren’t actively looking at job boards.
You might reach them through an employee referral program, but that’s hardly a guarantee.
How to Build a Resilient Workforce in 2 Steps
1. Update your hiring strategies
Skip the job description
Go beyond a list of skills and boilerplate language about your company. Dive into what will make a person successful in the role and at your company with an Ideal Candidate Profile.
Find passive candidates
Don’t use job boards and fairs. Tap into your network or find a partner who knows how to source passive candidates for any open position.
Spend 1.5 hours with each candidate
If you cannot set aside the time to do this, partner with a talent acquisition company that follows a rigorous, 90-minute qualifying process.
2. Help your current team overcome stress and anxiety
Resiliency isn’t an inherent quality. With a little training and guidance, any mind can be strengthened.
In interactive sessions, professionals who specialize in mindset training help you and your team realize how changing how you think improves the quality of your life and work.
Here’s what Bronwyn Allen, President & CEO of High Profile Staffing had to say after a Peak Performance Mindset training session with ProActivate CEO, Jamie Crosbie:
“Jamie inspired all of us to take control of our thoughts, improve our focus, set goals and make a difference by having the right mindset. This training was an outstanding motivator for our group. I’d highly recommend it for your team if you want to encourage them toward greater success!”
Work with a Talent Acquisition Company and Hire Only A-Players
We know you do not have the time or resources to find and comprehensively interview passive candidates.
That’s why we pioneered a method that simplifies the hiring process while removing the risk of making the wrong choice.
1. Together, we develop your Ideal Candidate Profile
2. Talent Managers use the profile to find passive candidates
3. We spend 90 minutes evaluating your potential hires’ skillsets and mindsets
4. You select the best A-player to join your team
When you work with us, you are guaranteed the hire
We keep looking until you find the person with the right skills, mindset and personality for your organization.